工作不安全感对员工心理与行为的影响

采用工作不安全感问卷,对不同企业的223名员工进行调查,探讨了工作不安全感中各维度对员工心理与行为的具体影响。结果表明:(1)在工作执行和人际关系不安全感上,男女性别差异显著;在工作丧失、人际关系不安全感、群体组织公民行为以及留职意愿这四个维度上,不同企业类型差异显著。(2)工作丧失、工作执行,人际关系不安全感均对留职意愿有正向预测作用;过度竞争不安全感对群体组织公民行为及个体组织公民行为均有显著的负向预测作用。     

变革型领导对组织公民行为的影响

本研究利用197对“管理人员-下属”的匹配数据考察了变革型领导对组织公民行为的影响,层次回归分析与典型相关分析的结果都表明:变革型领导对组织公民行为有显著的正向影响,且能解释的方差变异量明显高于国外同类研究。这一研究结果进一步证实了李超平与时勘所编制的变革型领导问卷(TLQ)具有较高的预测效度。     

企业员工组织公正感与组织公民行为的关系

本研究采用组织公正感问卷和组织公民行为问卷对219名企业员工进行调查,以考察在当前社会背景中,企业员工组织公正感和组织公民行为的现状,并运用相关、回归分析等统计学方法对其内在关系进行分析,结果表明组织公正感及其因子(分配公正、程序公正和互动公正)与组织公民行为之间呈现出显著的正相关.进一步的回归分析表明,组织公正感对组织公民行为的具有积极的预测作用.     

组织公民行为研究的新视角

对2000年以后组织公民行为领域出现的最新研究动态进行讨论和分析,主要包括基于社会资本和社会网络的组织公民行为研究、社会规范对组织公民行为的影响、群体层次的组织公民行为研究以及对组织公民行为的负面作用的探讨。作者分别讨论了上述4个最近研究方向在我国研究的理论和实践意义,并提出了一些具体的研究建议。最后,作者对这4个研究方向的相互关系和整合提出了自己的观点     

教师组织公平感与组织公民行为:工作倦怠的中介作用

采用问卷调查法,检验教师组织公平感与组织公民行为之间关系以及教师工作倦怠在二者之间的作用。通过对来自重庆和湖南郴州共32所中小学1325名教师的调查数据进行层次回归分析、中介效应检验和优势分析,结果显示:学校组织程序公平是教师组织公民行为的显著正向预测变量;教师工作倦怠是教师组织公民行为的显著负向预测变量;教师工作倦怠在教师组织公平感与其组织公民行为关系之间有显著的中介作用,其中热情枯竭和成就丧失的中介效应更为显著。     

管理者核心自我评价对下属组织公民行为的影响：道德式领导和集体主义导向的作用

采用配对问卷调查法, 以150位管理者和464位下属为研究对象, 考察了管理者核心自我评价对下属组织指向和人际指向公民行为的影响以及道德式领导和下属集体主义导向在其中的作用。跨层次分析结果表明：管理者核心自我评价对下属公民行为有显著正向影响; 道德式领导在管理者核心自我评价与下属公民行为关系中有中介作用; 下属集体主义导向在道德式领导与公民行为关系中具有调节作用, 表现为道德式领导对公民行为的正向影响对高集体主义导向的员工来说更明显。文章揭示了管理者核心自我评价对下属公民行为的影响效果、内在机制和作用条件, 也在一定程度上支持了领导有效性研究的特质-行为整合视角模型。     

家长式领导与员工建言行为：组织认同的中介作用

为探讨家长式领导对员工建言行为的影响,并考察组织认同在其中的作用机制,采用家长式领导、组织认同、建言行为三个量表对316名员工进行测量,层次回归分析和Bootstrap检验的结果表明：（1）家长式领导的三个维度均对建言行为有显著正向预测作用;（2）组织认同对抑制性建言和促进性建言均有显著正向预测作用;（3）组织认同分别在仁慈领导、德行领导与建言行为之间起部分中介作用。     

团队领导组织公民行为的有效性：以双维认同为中介的多层次模型检验

本研究旨在考察团队领导组织公民行为对团队员工角色内绩效的影响及其以团队员工的共享团队认同和领导认同为中介的作用机制。采用团队领导—团队员工匹配问卷的调查方法,使用29个团队的样本数据对相应的多层次模型进行检验。结果显示：团队领导组织公民行为对团队员工角色内绩效有显著的正向影响;团队员工的共享团队认同和领导认同分别和同时在团队领导组织公民行为与团队员工角色内绩效之间起到完全的跨层次中介作用。     

两种社会交换对组织公民行为的影响: 组织认同和自尊需要的不同作用

从社会交换理论的角度探讨了组织支持感(POS)和组织外在声望感知(PEP)对组织公民行为的影响, 以及在这一影响过程中组织认同和自尊需要的角色和地位。采用结构方程建模和层次回归分析的方法, 通过对23家企业的员工和主管的配对问卷调查所获取的234份有效数据进行分析, 结果表明: (1)POS对组织认同有着直接的显著影响, 并完全通过组织认同的中介作用对两种组织公民行为(注重个体的和注重组织的组织公民行为)产生间接的影响; (2)PEP对组织认同也有着直接的显著影响, 并完全通过组织认同的中介作用对两种组织公民行为产生间接的影响; (3)个体的自尊需要对POS和组织认同的关系有调节作用, 但对PEP和组织认同的关系没有调节作用。     

组织公民行为研究综述

组织公民行为提出之初并未受到相关领域的重视,然而近年来关于组织公民行为的研究逐年增加,研究涉及人力资源管理、战略管理、心理、经济、领导理论等多个领域。在竞争激烈的市场环境中,员工仅完成基本工作要求是不够的,其必须积极主动并表现出组织公民行为。组织公民行为有助于提高员工工作绩效和组织整体绩效。本文总结了不同学者对组织公民行为的定义和维度,并分析了其影响因素,最后提出了组织公民行为的未来研究方向。     

Is Charismatic Leadership Effective When Workers Are Pressured To Be Good Citizens?

Prior research has explored how employees’ perceptions of their leaders impact their work attitudes and behaviors. Studies have shown that charismatic leaders motivate individuals to be more engaged and to exhibit more organizational citizenship behaviors. This study considers how a moderator, citizenship pressure, affects how charismatic leaders might inspire their followers to go above and beyond and be more engaged in their work. Using a sample of 243 workers, this study's findings show that charismatic leadership has a stronger positive effect on job engagement when employees perceive less citizenship pressure. Citizenship pressure did not moderate the relationship between charismatic leadership and organizational citizenship behavior. Implications of this study include an examination of the moderating influence of citizenship pressure, a relatively new construct. Practically, the implications may shed some light on leadership factors that encourage increased effort from employees and greater employee engagement. More specifically, findings suggest that persons are motivated to exhibit more OCBs to meet high expectations of charismatic leaders. However, when seeking engagement, feeling pressure to perform these OCBs has a reverse effect as more job engagement results with less citizenship pressure. Future research suggestions and limitations are discussed.     

What makes a group of good citizens? The role of perceived group‐level fit and critical psychological states in organizational teams

Recent studies have expanded the construct of organizational citizenship behaviour (OCB) to the group level and demonstrated its significance in predicting group performance. In this study, we have further expanded this growing stream of research regarding group‐level OCB (GOCB), by identifying distinct group characteristics that predict GOCB. Specifically, we have isolated perceived group–organization (G–O) fit and group–task (G–T) fit as meaningful antecedents of GOCB. We further propose that the perceived G–O and G–T fit influence GOCB by shaping two intermediate psychological states of group members: cohesion and group efficacy. Our findings, which were based on multi‐source data collected from 43 organizational teams, demonstrated that cohesion completely mediated the effect of perceived G–O fit on GOCB. Group efficacy, however, proved not to be a significant mediator of the relationship between perceived G–T fit and GOCB. Instead, G–T fit had a significant direct effect on GOCB. This study highlights the significance of group‐level conceptualization of group–environment interaction as a potential driver of various group processes and outcomes.     

Do as I Do: The Effect of Teachers’ Ethical Leadership on Business Students’ Academic Citizenship Behaviors

We studied the impact of teachers’ ethical leadership on students’ moral identity and academic citizenship behaviors. Data from 256 student–teacher matching dyads were collected from one of the top 5 Pakistani business schools. Confirmatory factor analysis was used to ensure factorial validity of the measures that were employed, and the hypothesized relationships were tested using structural regression models that utilized structural equation modeling in AMOS with 5,000 bootstrap samples. Based on social learning theory, the results supported the hypothesis that teachers’ ethical leadership had significant direct and indirect positive effects (i.e., through the students’ moral identity) on the students’ academic citizenship behaviors that were directed toward other students and the school. This study contributes to existing literature on ethical leadership and organizational citizenship behavior by highlighting useful implications of these organization-based constructs in an academic context.     

Interpersonal trust and organizational citizenship behavior

This study investigates the relationship between certain individual level determinants of interpersonal trust and its impact on organizational citizenship behavior. The participants (N=303) were top, middle, and lower level executives from manufacturing and services sectors. The results indicate that interaction frequency, consistency, and competence are significant predictors of interpersonal trust. Interpersonal trust is positively associated with organizational citizenship behavior, and it also partially mediated the relationship between individual level factors and organizational citizenship behavior. The results imply that the development of trust at the interpersonal level may be used as a strategy to motivate the employees to engage in extra role behaviors to ensure improved individual and organizational performance.     

领导职业支持对组织公民行为的影响:心理资本的作用

本研究探讨领导职业支持对工作团队成员组织公民行为的影响机制,研究采用问卷调查法,以10个地市的66个工作团队303名成员为调查对象,在控制被试的教育程度、工作经验及人口统计学变量之后,运用多层线性模型分析领导职业支持与团队成员心理资本及其组织公民行为的关系。结果发现：（1）领导职业支持对团队成员心理资本和组织公民行为有积极促进作用;（2）无论在团队层次还是员工层次,领导职业支持对成员组织公民行为有积极促进作用,成员心理资本在二者之间起完全中介作用。     

伦理型领导如何影响员工创造力:心理安全感与关系的作用

基于认知评价理论,以配对的328组员工为样本,探讨了伦理型领导与员工创造力的关系,及心理安全感、上下级关系在这一关系中的作用。结论:伦理型领导与员工心理安全感正相关;上下级关系与伦理型领导的交互作用强化了员工的心理安全感;心理安全感中介了伦理型领导对员工创造力的影响;上下级关系调节了心理安全感对伦理型领导与创造力关系间的中介作用。     

包容性领导与下属揭发意愿的关系:一个被调节的中介效应模型

通过332组在职MBA学员样本数据分析验证了包容性领导对下属揭发意愿的影响机制,结果表明:(1)包容性领导显著正向影响下属的揭发意愿;(2)组织支持感在包容性领导与揭发意愿之间起完全中介作用;(3)上司组织代表性调节包容性领导与下属组织支持感之间的关系,上司的组织代表性越高,二者间的正向关系越强;(4)上司组织代表性调节组织支持感对包容性领导与下属揭发意愿之间关系的中介作用。     

Ethical leadership and organizational citizenship behaviours: the moderating role of organizational identification

This study examines whether the relationship between ethical leadership and organizational citizenship behaviours (OCBs) is contingent on organizational identification. Drawing on substitutes for leadership theory, the study proposes that the relationship between ethical leadership and OCBs will be attenuated when employees strongly identify with their organization. Using a sample of Egyptian banking sector employees, this proposition was tested with hierarchal linear modelling (HLM). The results revealed that the positive relationship between ethical leadership and OCBs was stronger for those lower in organizational identification than for those higher in identification. Overall, the findings of the study shed new light on the conditions through which ethical leadership enhances OCBs.     

心理契约履行和组织公民行为之间的关系研究

本研究在对159名在职人员的调查的基础上,比较全面地考察了心理契约的内容,并对心理契约实际履行情况带来的影响做了研究。结果发现：不同心理契约履行水平下,员工的组织公民行为存在显著差异。因此,我们可以认为如果要提高员工的组织公民行为,组织应该最大程度地履行员工的心理契约。这反映了员工与组织之间互惠交换关系的本质。另外,不同内容的心理契约履行带来的组织公民行为的提高,具体表现在不同方面。     

Combined effects of workplace bullying and perceived organizational support on employee behaviors: does resource availability help?

Background and Objective: This research examines the detrimental effects of workplace bullying as a social stressor on employees’ job performance, organizational retaliatory behaviors, and organizational citizenship behaviors and how the availability of support can reduce the negative impact of bullying. Using social exchange theory and the conservation of resources theory as theoretical frameworks, we propose that workplace bullying drains personal resources, leading to reduced job performance, low citizenship behaviors, and increased organizational retaliatory behaviors. We also propose that perceived organizational support acts as moderator, such that it reduces the detrimental effects of bullying on employee behaviors.

Research Design and Methods: We tested our hypotheses in two field studies (N?=?478 and N?=?395) conducted in Pakistan.

Results: The results of both studies supported the assertion that workplace bullying exacerbates employees’ job performance, reduces organizational citizenship behaviors and intensifies organizational retaliatory behaviors. The idea that perceived organizational support would moderate the bullying-work behavior relationships found mixed support. While perceptions of organizational support reinforced the bullying-job performance and bullying-retaliatory behaviors relationships, it did not moderate the bullying-citizenship behaviors relationship in the suggested direction.

Conclusion: The findings show that workplace bullying leads to more organizational citizenship behaviors when employee’s perceptions of organizational support is high.